jobs

BRB Risk Jobs Board — Director & Counsel, New Business Intake (Davis Graham & Stubbs)

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In this BRB jobs update, I’m pleased to highlight an open role at Davis, Graham  & Stubbs: “Director & Counsel, New Business Intake” —

  • The Director and Counsel, New Business Intake leads the firm’s Conflicts and New Business Intake department and identifies and manages the ethical and business risks presented by potential new business opportunities for the firm.
  • The person in this role is responsible for conflicts clearance review and analysis for firm-wide legal hires and new business, and for the overall strategy, operation, staffing, and continuous improvement of the conflicts and new business intake function.
  • The Director and Counsel works directly with the Chief Financial Officer and the firm’s General Counsel and Ethics Attorney, as well as with attorneys, Business Acceptance Partners, and the firm’s Risk Management Committee, to identify and resolve potential ethics and business conflict issues.
  • This position directly supervises the firm’s Conflicts Analyst and New Business Intake Specialist.
  • This position requires strong knowledge of the rules of professional responsibility, firm policies, and sound analysis of potential conflict issues.
  • The attorneys and firm management rely upon the Director and Counsel’s information and judgment in making decisions about whether or not to accept new legal hires, clients, and matters.


Essential Functions:

  • Review and analyze conflict report results, communicating directly with appropriate attorneys and others to obtain clarification and additional detail in order to resolve identified conflict issues and properly document the resolution.
  • Research existing engagement documentation, firm financial data, and corporate affiliations as necessary to clear conflicts independently.
  • Provide attorneys with concise and complete evaluations of potential conflict or relationship issues and identify possible approaches for resolution.
  • Draft and provide conflicts waiver requests in consultation with involved attorneys and the firm’s General Counsel, Ethics Counsel, and/or Chief Financial Officer as appropriate.
  • Review and analyze terms of engagement, client-generated engagement documents, and outside counsel guidelines both as part of the new business intake process and subsequent to client engagement.
  • Review new matter submissions for compliance with firm policies and ethical standards and completion of all necessary engagement and waiver correspondence.
  • Serve as the escalation point for exceptions to the firm’s new matter intake policies, including deviations from the firm’s standard terms of engagement, prior to approval by a Business Acceptance Partner.
  • Review and act on high-risk or negative findings from prospective client investigations and other background research circulated by department staff, providing instructions on further diligence or escalation.
  • Review and analyze lateral attorney prior work history conflicts reports, working with the firm’s General Counsel, Ethics Counsel, Chief Talent Officer, and/or Chief Financial Officer to resolve any conflicts.
  • Supervise implementation of ethical walls when required.
  • Oversee the process of closing out clients and matters, including closing correspondence.
  • Develop, document, and implement conflicts and new business intake policies, procedures, and technologies, and oversee audits of the conflicts and client matter databases to maintain data integrity.
  • Maintain the firm’s engagement, dis-engagement, and waiver letter templates, modifying them from time to time to reflect new ethics and risk management initiatives.
  • Oversee process improvements to the firm’s Intapp conflict system, including system upgrades, form modifications, and workflow adjustments as needed.
  • Supervise, train, and mentor the firm’s Conflicts Analyst and New Business Intake Specialist, including assigning and prioritizing work, reviewing work product, and acting as a back-up to those positions from time to time.
  • Direct the strategy and day-to-day operations of the Conflicts and New Business Intake department, establishing priorities, performance metrics, and service standards to ensure timely and accurate conflicts clearance and matter opening.
  • Maintain knowledge of developments in professional responsibility law and regulations, as well as trends and new technologies impacting the new business intake function.
  • Serve as a key risk management resource for the firm’s Risk Management Committee.
  • Assist with training around new business intake best practices and business acceptance processes.
  • Additional duties as assigned by the firm’s Chief Financial Officer.
  • Perform other duties as assigned

 

Required Skills/Abilities

  • Superior attention to detail, focused critical thinking, sound judgment and strong decision-making skills to be able to identify the potential issues with bringing on new business and new employees to the firm.
  • Strong oral and written communication skills, including the ability to understand, analyze, interpret, and explain complex reports and to converse informatively with attorneys and staff about conflicts issues.
  • Excellent organization skills, including the ability to work collaboratively and provide an accurate work product with minimal supervision in an atmosphere of multiple projects, shifting priorities, and extremely tight deadline pressures.
  • Possess a high level of ethical and professional responsibility and superior judgment in handling confidential information.
  • Strong ability to learn new technologies, processes, and workflows as necessary.
  • Willingness to keep updated on trends and developments in the industry and to continue to develop skills, knowledge, and ability to improve processes and procedures.
  • Demonstrated leadership and people-management skills, including the ability to hire, train, motivate, and evaluate staff and to foster a collaborative team environment.


Required Education and Experience

  • JD degree and active bar license in Colorado or your state of residence.
  • Minimum of five years of experience working in a law firm, law department, or other professional services business.
  • Strong knowledge of ethical, legal, and risk management concepts and rules relating to conflicts of interest and new business intake.
  • Resourceful internet research skills utilizing various online sources and business databases such as Dun & Bradstreet, Hoovers, Securities & Exchange Commission, Lexis/Nexis, Capital IQ, etc.


Preferred Education and Experience

  • 3+ years of experience with law firm conflicts and/or new business department preferred.
  • Experience utilizing and overseeing a conflicts database and related conflicts checking software, preferably Intapp Open.
  • Prior experience supervising or managing staff in a law firm conflicts, new business intake, or risk management department.

 

See the complete job posting for more details on the job requirements and to apply for this position.

Learn more about working at the firm on their careers page:

  • Davis Graham business professionals are the foundation of our service-based organization
  • Excellence in service comes from every member of our team, every day. We are committed to attracting and retaining employees who share our values: integrity, respect, fairness, diversity in background and interests, a good sense of humor, and collegiality.


And if you’re interested in seeing your firm’s listings here, please feel free to
reach out…

Risk Update

Navigating Unnamed Class Member Conflicts of Interest, Law Firm Partner Business Relationship Risk and Lateral Practices

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Dear Ethics Lawyer writes: “Conflict with Unnamed Class Members” —

  • “Q: Dear Ethics Lawyer, I am defending a putative class action for one of our firm’s largest business clients. Plaintiff’s counsel frequently files class actions and has at least four of them, that I am aware of, against clients of our firm. The class described in the suit I am defending is quite broad, which gave me an idea. After looking into it, I believe that at least two of our clients who are currently being sued by plaintiff’s firms in other matters would be within the class described in the matter I am defending. It seems to me that this places plaintiff’s counsel adverse to their own class members. Doesn’t this create a conflict under Rule 1.7 for which I could seek their disqualification?”
  • “A: As I often write in this column, you should check authorities in your applicable jurisdiction, but Model Rule 1.7 appears to address this situation in defining who the lawyer’s client is in the context of class actions. Comment 25 to Rule 1.7 provides:”
    • “When a lawyer represents or seeks to represent a class of plaintiffs or defendants in a class-action lawsuit, unnamed members of the class are ordinarily not considered to be clients of the lawyer for purposes of applying paragraph (a)(1) of this Rule. Thus, the lawyer does not typically need to get the consent of such a person before representing a client suing the person in an unrelated matter. Similarly, a lawyer seeking to represent an opponent in a class action does not typically need the consent of an unnamed member of the class whom the lawyer represents in an unrelated matter.”
  • “In your situation, the fact that plaintiff’s counsel in your case is adverse to unnamed class members in other matters does not (at least without more) create a conflict for them.”
  • “The situation would be different if a named class representative was adverse to their counsel. It could also be different if there were facts creating a material limitation conflict under Rule 1.7(a)(2) concerning plaintiff’s counsel’s representation of the class while being adverse to one of the unnamed class members in other matter(s), e.g., possibly arising from any centrality of the unnamed class member in proof or defense of the allegations in the suit.”
  • “Similarly, although perhaps unlikely, you should also consider whether your defense of the class action creates any issues (material limitation conflict or otherwise) with your representation of other firm clients whom you know to be members of the class.”

“Weil Gotshal’s Closest Relationship Cost the Firm Everything” —

  • “At Weil Gotshal & Manges, there was no relationship more important than that between Mike Aiello, its highest paid partner and most prodigious business generator, and Barry Wolf, its longtime executive partner. Their story is the story of Weil’s final decade. Their relationship dictated the firm’s strategy and decisions. It decided who stayed at the firm and who left. And when it shattered, the firm did too.”
  • “Interviews with more than a dozen people, most of whom held leadership positions at Weil, point out how the complex relationship between Wolf and Aiello—and key misunderstandings between the pair—set the stage for the firm’s implosion within weeks of Aiello’s announced departure to Cravath. The sources were allowed to speak without being identified in order to describe a dynamic that many of them are still grappling to process. Some described being asked in recent days whether Weil’s fall shocked them.”
  • “Weil had been falling behind its competitors gradually but consistently over the almost two decades that Wolf and Aiello practiced together. Its revenue growth was half the annualized rate of its competitors from 2008 to 2025, according to data from The American Lawyer and Citi’s law firm banking group.”
  • “But Aiello’s status as the firm’s largest business generator meant firm leaders were unwilling to part ways with him—even as he became a source of contention at board meetings over his unwillingness to invest in new practice areas. That meant the task of dealing with Aiello fell to Wolf—the man Aiello pledged his loyalty to for so long.”
  • “The pair were bound in many ways, including a provision Wolf negotiated when he became the firm’s leader that he would always be paid the same as the firm’s highest paid partner. In recent years, that was Aiello. That dynamic complicated people’s view of their relationship and their respective jobs—Wolf’s only role was to run the firm; Aiello was tasked with client matters.”
  • “As Wolf became preoccupied with managing Aiello, the law firm that was proud to be glued together by a family dynamic stumbled and tripped headfirst into a commercial-minded business model adopted by rivals who devoured it. It is nearly impossible to answer the inevitable question: Did Wolf fail at his job, or did Aiello neutralize effectively the only boss he ever had?”
  • “‘I’d hate to admit that parts of that are true, but we were largely partners and people felt a certain allegiance to a certain degree,’ one former partner said. ‘And that came a little bit from Barry and Mike.'”
  • “Partner loyalty to Weil carried a cost and the firm didn’t pay as well as some of its closest rivals. Its partners earned more than $5 million on average last year, lower than the $8 million to $10 million at competitors. Still, many partners were happy with the trade for quite some time, even as the industry grew to be defined by lateral jumping between firms.”
  • “Aiello and Wolf were somewhat ill-suited for those recruiting wars, viewing the business through their lens of loyalty. Why would you hire a partner who was proving their disloyalty by leaving their firm? “
  • “Instead, they focused on bringing back lawyers who had left Weil once before. They were proving how special Weil was by returning. Wolf called Aiello ‘the original boomerang.’ He had returned to Weil at Wolf’s urging amid Dewey’s merger talks with Orrick in 2008, a move that the American Lawyer reported contemporaneously was a key factor in those discussions’ failure.”
  • “Aiello disliked lateral partner hiring so much that when a rival firm recruited a handful of its lawyers, a powerful partner at that firm was told Aiello was trying to get his phone number. The partner believed Aiello was going to dress him down, even if the call never came in the end. Standard business practice when losing a partner in Big Law is to shrug and say, ‘Best of luck in your future endeavors.'”
  • “‘There is a humane side to both of them,’ said one former partner. ‘But the lesson to me is humans are not perfect. We’re all imperfect. We all have our faults. And we have to forgive each other.'”
  • “The run on the bank at Weil was perverse in the sense that it was started by some of the firm’s highest paid partners and its harshest impacts will be felt by its most vulnerable employees. And that’s true. But the wealthiest members of the firm, by virtue of their own success that the firm relied upon, had the closest proximity to the Wolf-Aiello alliance, to where they may have understood it in ways that differed even from the two men themselves. Many of them seemed to sense it would be the firm’s demise. Some had predicted it for years.”
    “As of September, the two seemed to still have a misunderstanding whether Aiello had agreed to stay on past Wolf’s retirement. Sources familiar with the matter say the two spoke on Sept. 8. Wolf was asking Aiello to commit to staying as the firm recovered from recent departures. It is unclear the two men came to an understanding.”
    “What is known is that on Sept. 10, Aiello’s team walked into Wolf’s office and submitted their resignations, including on Aiello’s behalf. Their breakup wasn’t face-to-face. It was over text.”
  • “Aiello chose Cravath, one reason being that it was willing to take his entire team, a display of the personal loyalty some saw as the best in him. Still, others viewed his decision as an ultimate betrayal.”
  • “The timing couldn’t have been worse. Coupled with the major departures from the firm’s private equity practice, Weil’s PE service capabilities by the time Aiello quit were severely diminished. Neither of the top lawyers at two of the firm’s most important clients have responded to questions about whether they would have kept working with Weil, though there are rumors they would not.”
Risk Update

On Emerging Agentic AI Risk for Law Firms, On Potential OCGs and Engagement Evolution in the Age of AI, On Time Entry AI and Client Economic Risk

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Joseph Tiano opines: “Law Firms Must Re-Engineer AI Use to Prevent Unauthorized Actions” —

  • “As I read the news this weekend, I’m coming around to the view that the next-generation AI problem for law firms won’t be a hallucinated answer or an unverified court filing. It will be a capable tool that took an action nobody approved. Firms need to start thinking about this now.”
  • “Two incidents from this week’s news show how general AI risks in other scenarios may translate over to the law firm context.”
  • “Incident one. During testing, Claude was running example tasks on randomly selected webpages. It landed on PhillyUnsolvedMurders.com and filled out a form suggesting it had information about an unsolved murder. Police say the submission was marked as spam and never reached investigators. Apparently Anthropic reported the incident”
  • “Incident two. In a report Friday, Anthropic disclosed that another model submitted forms to an undisclosed government website when it was supposed to stop before submitting. Anthropic calls this agent persistence.”
  • “The failures differ, but they share a gap: no human approved the specific action. In the first, nothing limited where the agent could act. In the second, a stop-point existed and the agent went past it.”
  • “AI didn’t create this gap. It exposed it. Today, if the duties of competence, diligence and supervision are followed, a lawyer is usually the last step before anything is filed or sent, so most firms never had to define anything beyond the final human approver control. Agents remove that step by default.”
  • “Law firms have three options:”
    • “1. Resist. Ban agents, and watch shadow use appear anyway.”
    • “2. Patch. Issue a policy memo. (just like outside counsel guidelines, such a memo is a hopeful control at best.)”
    • “3. Re-engineer. Scope what each tool can reach, require human approval at the final step, and log every action.”
  • Only the third option really holds up. Bans get routed around, and memos can’t be enforced particularly well.”
  • “To re-engineer, I think it starts with an analysis of existing data pools: billing data, LPM data and DMs data where you can break each service into workflows by task and phase. Then map where an agent can act on its own and where it must stop for approval.”

Tiano also offers some compliance and risk management advice in another post: “California Regulates Lawyers Use of AI: Self Regulation, Delegation, and Liability Concerns” —

  • “California just regulated how lawyers use AI. It’s well intended, but it raises a question I can’t stop asking as a legal ethics guy: what happened to lawyers regulating themselves? Was ABA Formal Opinion 512, our own guidance on generative AI, structurally inadequate?”
  • “SB 574 takes effect January 1, 2027. Hundreds of decisions have sanctioned lawyers for hallucinated citations, so I understand the impulse. But SB 574 asks lawyers to meet standards the statute never defines, and the profession was not asked to define them. “
  • “Lawyers may use AI ‘to assist in the practice of law’ but may not ‘delegate’ it. I kinda get the difference but the line is undefined, and so is the term it depends on. ‘Practice of law’ has never had a clean definition. Unauthorized practice of law (UPL) rules vary by state, courts often decide case by case, and the definition has long been murky at the edges: document preparation, legal information versus legal advice, and now software that drafts and analyzes. If ‘practice of law’ means everything lawyers do, no AI drafting is allowed. If it means legal judgment, the statute should say so.”
  • “None of the four duties in the statute has a stated remedy, and the statute creates no cause of action. The only express remedy, sanctions under § 128.7, covers the citation rule alone, runs to opposing parties, and deters rather than compensates. So if a lawyer violates the statute, what can a client assert? Malpractice? Breach of fiduciary duty? Is a violation negligence per se, evidence of the standard of care, or nothing? And what are the damages? A fake citation may impact a court more than the client. A confidentiality breach raises harder questions: what is the loss, and was privilege waived? The statute is also silent on the witnesses and victims whose addresses and phone numbers it protects. And this is just a knee jerk reaction I had. “
  • “What I’d do: measure and monitor: Log which tool touched which task, who verified what, and who made the legal judgment call, then monitor those records over time. When duties come without defined liability, enforcement defaults to State Bar discipline, malpractice carriers, and clients.”
    “Right away, I’d pull billing records from ten recent matters and ask whether you could show, from your own records, where a lawyer exercised judgment and where AI assisted. If you can’t, that gap is your compliance risk.”

And for those intrigued by these future-forward and emerging issues, see this fascinating thought exercise: “Law Department 2.0: When Clients Take Control (Part II)” —

  • “What happens when clients really have command of their data?”
  • “Law firms are governed by Outside Counsel Guidelines (OCGs). In addition to billing guidance, OCGs increasingly focus on how work gets done and when automation is expected. What if clients directed more of the systems that law firms use?”
  • “What if firms were required to perform certain work within a client-controlled research environment, perhaps by leveraging a client instance of a legal research service? The client could gain additional insights into how the work was done, including search strategies and the AI prompts used to approach the matter. That information could help with risk assessment and decision-making. It would also become part of the client’s institutional knowledge so future matters have greater context.”
  • “The same could hold true for workflows defined by the client using its preferred AI platform, or legal operating system, as some vendors call their platforms. Think Claude for Enterprise, Harvey, Eudia, or other solutions.”
  • “In the future, panel participants might be required to use a ‘legal operating system’ to complete work. “
  • “In AI, a harness is the surrounding infrastructure that constrains and directs a model’s operation. Perhaps OCGs evolve into something resembling Outside Counsel Harnesses (OCHs), defining not just billing rules but the technology and processes that firms must use to perform the work.”
  • “Matter information already travels with a lateral between firms to put the client first. Wouldn’t it make more sense for the matter information to just stay with the client in the first place?”
  • “This may be jolting for law firms, and to be fair, there would be much to think through. There will be situations where a firm has proprietary know-how and shouldn’t expect to give it up. Complicated situations, such as multiparty litigation, would pose challenges too. To be clear, I’m not suggesting that all work becomes controlled by the client, but the seesaw may tilt more in that direction. “
  • “The very expertise that clients rely upon may atrophy if firms can’t benefit from the knowledge gained on a matter, too. That’s not good for anyone. It’s also in clients’ interest for firms to retain their ability to specialize. “
  • “In the future, clients will require firms to conform even more closely to their preferences regarding how work is completed.”

And when AI meets Time Entry: “Finally, A Way To Measure AI ROI: Be Careful What You Ask For” —

  • “In case anyone wasn’t listening, Legora, the legal AI provider, and Laurel, a work intelligence platform provider, recently announced a ‘partnership.’ A partnership that reportedly has two main parts. It will offer what sounds like a fairly standard timekeeping tool. But it holds out the promise of an intriguing future tool that raises some possibilities.”
  • “What Legora and Laurel are promising is to give law firm management the ability to determine the ROI on their purchase of Legora. The ROI for most AI platforms has indeed proven elusive, except for administrative and nonbillable work where AI replaces human work. I can only assume those trying to determine Legora’s ROI have faced the same difficulty. Hence the effort.”
  • “The whole premise is that the AI will do work, perhaps much of which had previously been done by paralegals or associates. That’s billable work, and for firms that use the billable hour model, that’s hardly a return on investment. To the contrary, it’s a loss. Try explaining at the next partners’ meeting that you’ve just spent a ton of money on something that reduces their year-end shares. And be ready for the question: is it too late to back out of this deal? Time saved is not necessarily money earned.”
  • “The Legora/Laurel partnership presumably will measure the time saved by Legora AI. Which is easily convertible to dollars. The question then becomes: What does a law firm do with those dollars? Does it pass them on to the client? And what if clients want to see those numbers?”
  • “As in, ‘We want to see the savings your tools came up with so we can determine whether our bills reflect that reduction.’ What happens when the tool for justifying the technology investment becomes negotiating leverage for the client? Once you start measuring AI’s value, the next question is who gets to keep it.”
jobs

BRB Risk Jobs Board — Conflicts Analyst – PST (DLA Piper)

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I’m pleased to highlight a new open role at DLA Piper: “Conflicts Analyst — PST” —

  • As a Conflicts Analyst, working in collaboration with and in support of the firm’s strategic initiatives, you will support the firm’s critical risk management function by performing all duties associated with conflict of interest resolution, including: analyzing and resolving potential legal and business conflicts identified in connection with new client and matter intake forms submitted via the New Business Intake System; drafting email waivers and conflict waiver letters; implementing information barriers and ensuring proper notification to affected personnel; and collaborating with partners and Professional Responsibility Counsel in an effort to assist in bringing in new business to the firm.

 

Responsibilities:

  • Reviews, interprets, and summarizes conflict report results.
  • Analyzes and resolves potential legal and business conflicts.
  • Implements information barriers and ensures proper notification to affected personnel.
  • Drafts formal email waivers and conflict waiver letters to ensure proper documentation of legal or business conflicts relating to new business.
  • Maintains conflict information in the financial database, including related party information and client/matter narratives relating to conflicts resolution notes.
  • Reviews new business intake forms and identifies conflicts in order to ensure accuracy, including verifying information, conducting corporate research, and communicating with all levels of personnel of the firm in order to ensure accurate conflict clearance.
  • Maintains internal conflicts database and ensures proper and accurate documentation of legal and business conflicts.
  • Performs corporate research on all parties involved in new business requests in order to confirm relationships to existing firm clients.
  • Other duties as assigned.

 

Desired Skills:

  • Must have experience writing and communicating in a business environment in order to present information in a concise and meaningful end product.
  • Experience with intake and conflicts software preferred.
  • Excellent verbal and written business communication skills, with demonstrated ability to exercise good judgment and make sound decisions, while maintaining a customer service-oriented manner.
  • The ability to apply critical thinking in evaluating different conflicts scenarios or outcomes and be adaptable to changes in the procedures or direction.
  • Meticulous attention to detail and a proven ability to prioritize and multitask, with the ability to work under pressure and meet deadlines in a fast-paced environment while maintaining high level work product.
  • Ability to identify data integrity issues and subsequently resolve them appropriately.

Minimum Education: High School Diploma or GED.

Minimum Education: Bachelor’s Degree.

Certificates: Paralegal certificate preferred.

Minimum Years of Experience: 2 years of direct experience in conflicts or new business intake department within a law firm, paralegal or similar experience required.

 

Essential Job Expectations

All DLA Piper employees are expected to demonstrate excellence in how we serve our clients and develop our people, upholding our firm values as part of our culture. Specific expectations include:

  • Communicate effectively, both verbally and in writing, with clients, lawyers, business professionals, and external audiences.
  • Produce high-quality work and respond to correspondence in an efficient, timely, and professional manner.
  • Meet deadlines, manage competing priorities, and commit to meeting high standards.
  • Comply with firm policies and procedures.
  • Maintain confidences as required in a law firm environment.

 

About DLA Piper

DLA Piper is, at its core, bold, exceptional, collaborative and supportive. Our people are the backbone, heart and soul of our firm. Wherever you are in your professional journey, DLA Piper is a place you can engage in meaningful work and grow your career. Let’s see what we can achieve. Together.

 

See the complete job posting for more details on the job and to apply for this position. And learn more about the firm on their careers page.

 

And if you’re interested in seeing your firm’s listings here, please feel free to reach out…

Risk Update

Intra-firm Information Security Causes Client Consternation, Yale Law Journal on MSO Governance Gaps, TN Rejects Private Equity Law Firm Involvement, Cloned Called Out,

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David Kluft asks: “Can my client instruct me not to share information within my firm?” —

  • “A WY civil litigant with counsel decided to file a pro se motion for sanctions against her own lawyers. The litigant claimed she shared information with an associate at the firm, and that the associate breached confidentiality by sharing the information with others at the firm.”
  • “The court cited to Comment 5 to the WY Rule 1.6: ‘Lawyers in a firm may, in the course of the firm’s practice, disclose to each other information relating to a client of the firm, unless the client has instructed that particular information be confined to specified lawyers’ (ABA and many states have the same comment).”
  • “Because there was no evidence the client had instructed the associate not to share the information (and for other reasons), the motion was denied.”
  • Decision: here.

Yale Law Journal on: “Private Equity’s Law Firm Workaround: MSOs, Rule 5.4, and the Governance Gap” —

  • “Private equity is moving aggressively into the legal sector, and the profession’s oversight infrastructure is wholly unprepared for this generational shift. To work around prohibitions against nonlawyer ownership, investors are repurposing the management-services organization (MSO): a split-entity model in which attorneys retain the regulated practice, but investors acquire the firm’s operating platform.”
  • “This Essay provides the first systematic account of private-equity investment in law firms and the governance gap in which it is occurring—a vacuum unrecognized by the American Bar Association, state bars, or courts. The playbook is seasoned; the risks are not hypothetical. After pioneering the model with healthcare, private equity fundamentally reshaped accounting through hundreds of transactions in just a few years, with regulators scrambling only after the fact. Law is next.”
  • “The MSO model rests on the fragile assumption that ‘business operations’ and ‘legal practice’ can be clearly and durably separated. Healthcare and accounting experience proves otherwise, with similar split structures consistently exhibiting formality erosion and investor ‘control creep’ through financial and operational pressure. Governance tensions run deep: the structurally conflicted MSO board must build value while policing its own influence over the interlinked law firm.”
  • “The problem is not the MSO model per se, but the transactions proliferating in darkness without guardrails. This Essay proposes a three-part governance framework: (1) structural safeguards limiting MSOs to genuine support functions; (2) independent directors and a board ethics committee; and (3) ongoing compliance monitoring. The ultimate costs of the governance gap will fall on the public, not on investors. The window to act is closing fast.”

“Tennessee Supreme Court Rejects PE Law Firm Ownership” —

  • “After considering potential updates to its rules on attorney licensing, the Supreme Court of Tennessee has announced that it will not be changing its regulations barring nonlawyers from ‘engag[ing] in the ‘practice of law’ or the ‘law business’ in Tennessee.’ “
  • “The court received almost 400 comments in response to its request, according to the order. Those weighing in included lawyers, law firms, law schools and organizations including the Tennessee Board of Law Examiners, the Tennessee Access to Justice Commission, the Tennessee Bar Association, the Tennessee Attorney General, the Federal Trade Commission, the U.S. Attorney’s Office for the Middle District of Tennessee and the Council of the ABA Section of Legal Education and Admissions to the Bar, among others.”
  • “‘From our perspective, the Tennessee order is a positive development,’ Attorneys’ Liability Assurance Society (ALAS) Senior Vice President of Loss Prevention Nesheba Kittling told Law.com in a phone call on Tuesday. ALAS was one of the organizations that submitted public comment to Tennessee’s high court.”
  • “Kittling said that her organization is against private equity involvement in law firm ownership because ‘there are some lawyer liability risks associated with nonlawyer ownership of law firms,’ including ‘a downstream impact on lawyer independence, client service and adherence to the rules of professional conduct.'”
  • “‘As lawyers, we have a unique relationship with our clients where client interests are supposed to supersede anything else, including profits,’ Kittling said. ‘The concern is that [by] introducing nonlawyer ownership, [including private equity], there may be an erosion of that, and there may be pressure to put profits over client interest and client service. For example, that could go to staffing, right? Is there pressure to decrease the amount of lawyers who are on a matter? And then does that decrease mean it impacts the client representation, which ultimately could lead to a malpractice claim?'”

Lawyer/Law Firm Impersonation Risk in the Age of TikTok: “TikTok Lawyers Face Their AI Clones” —

  • “Documented found swarms of fake immigration attorney TikTok accounts and bots targeting immigrants in an analysis of tens of millions of posts.”
jobs

BRB Risk Jobs Board — New Business Intake (NBI) Conflicts Analyst (Fisher Phillips)

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This week I’m pleased to highlight a new open role at Fisher Phillips: “New Business Intake (NBI) Conflicts Analyst” —

 

  • Work Arrangement: This is a full-time, fully remote position. We are seeking candidates based in the West Coast, Mountain or Central time zones. time zones.

 

Position Summary

  • Fisher Phillips, a leading international labor and employment law firm, is expanding our intake team and seeking one talented New Business Intake (NBI) Conflicts Analyst to support our operations in the East and West Coast time zones. In these pivotal roles, you’ll play a central part in launching new client matters, streamlining workflows, and ensuring our firm delivers the responsive, high-quality service we’re known for. Your expertise will help power our national operations and reinforce our commitment to excellence across every time zone we serve.


Key Responsibilities

  • Provide contextual analysis of conflicts results
  • Manage the department’s intake of requests from attorneys, Accounting, and others, and provide accurate and timely responses
  • Perform conflict searches to facilitate the processing of change requests
  • Assist the department manager with lateral conflicts check process
  • Perform conflict searches for new clients and new matters including reviewing and analyzing results
  • Review new matter requests for accuracy and adherence to firm policy and procedures
  • Ensure timely processing of new matter intake forms within Intapp
  • Communicate with lawyers and legal administrative assistants and answer questions regarding matter-opening procedures
  • Assist in firm technology projects involving new business intake
  • Other duties as assigned

Requirements

  • Ability to take full ownership of assigned duties.
  • Minimum three (3) years of experience in a law firm environment with new business and conflicts experience.
  • Experience with Intapp, iManage and Aderant.
  • Excellent written, oral, and interpersonal communication skills.
  • Exceptional organizational skills.
  • Detail-oriented with a strong work ethic.
  • Demonstrated ability to independently plan and coordinate work with others as necessary to bring projects to successful completion.
  • Displays good judgment in handling confidential information.
  • Ability to communicate with attorneys and firm personnel at all levels.
  • Highly self-motivated, self-directed, and attentive to detail.
  • Ability to effectively prioritize and execute tasks in a high-pressure environment.
  • Extensive experience working in a team-oriented, collaborative environment.
  • Ability to foster and grow positive team-oriented working relationships.

 

FCA statement
Qualified applications with arrest or conviction records will be considered for employment in accordance with both the FCO and the California Fair Chance Act (FCA).


Equal Opportunity Employer

Fisher Phillips is committed to providing equal employment opportunities to all employees and applicants, regardless of race, ethnicity, religion, sex (including related medical conditions), gender, sexual orientation, national origin, citizenship status, veteran status, marital status, pregnancy, age, disability, or any other protected status, in compliance with all applicable laws.


Compensation

The hourly range for this position is $37.00 – $46.00. Actual base pay within this range will be determined by several components, including but not limited to, location, relevant experience, internal equity, skills, qualifications, and other job-related factors permitted by law.


Why Join Us

At Fisher Phillips, exceptional talent is the foundation of our success. Joining our team means collaborating in a professional, dynamic environment leveraging cutting-edge technology. Our leadership fosters professional growth and provides opportunities to challenge yourself.

Our comprehensive benefits include health, dental, and vision insurance, a 401(k) with profit sharing, 15 days of paid time off (including sick leave as applicable), and 10 paid holidays per benefit year. Wellness programs and 24/7 telehealth services support your overall well-being. Visit www.fisherphillips.com to learn more.

 

To apply: visit the Fisher Phillips job application portal.

 

And if you’re interested in seeing your firm’s listings here, please feel free to reach out…

Risk Update

Firm Faces DQ Motion in AI Training Fight, Client Can’t Pause Conflicts-related Malpractice Suit, No Memory, No Conflict?

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“Law firm Crowell faces disqualification bid in AI lawsuit” —

  • “A fight over attorney loyalties has erupted in a lawsuit over the use of photographs to train AI technology, threatening law firm Crowell & Moring’s continued role in the case.”
  • “Online art gallery DeviantArt asked a federal judge in Los Angeles on Wednesday to disqualify Crowell & Moring from representing automotive photography company Evox in the lawsuit, saying the firm previously advised defendant DeviantArt and its parent company on AI and other matters.”
  • “DeviantArt said in a court filing, that Crowell advised its parent company Wix.com and its subsidiaries from 2022 through 2026 on AI litigation, AI regulation and copyright issues. The company said the firm also advised DeviantArt on its DreamUp AI image-generation service.”
  • “‘Crowell’s conflict  is substantive, not merely technical,’ DeviantArt told the court. It said the firm’s prior work allowed it to acquire ‘material confidential information’ about the company.”
  • Filing: here.

“Ex-Paul Weiss Client Can’t Pause Malpractice Suit Against Firm” —

  • “Fairstead Capital Management’s malpractice suit against Paul Weiss for allegedly failing to disclose a conflict will continue rather than holding for an underlying appeal. Fairstead is represented simultaneously by Kasowitz and Skadden in different layers of the dispute.”
  • “A former Paul, Weiss, Rifkind, Wharton & Garrison client who accused the law firm of failing to disclose a conflict in its representation cannot pause its malpractice lawsuit against its ex-counsel, a New York judge has ruled.”
  • “Fairstead Capital Management’s motion to pause its case against Paul Weiss was denied by the Manhattan Supreme Court this month, despite its argument that a pending Delaware appeal for an underlying dispute could determine the scope of its New York legal malpractice case.”
  • “The dispute between real estate investment firm Fairstead and Paul Weiss spans several court dockets in the two states. So far, more than half a dozen firms have entered the litigation across New York and Delaware, including Kasowitz LLP; Paul Weiss; Simpson Thacher & Bartlett; Skadden, Arps, Meagher, Slate & Flom; Quinn, Emanuel, Urquhart & Sullivan; Morris, Nichols, Arsht & Tunnel; and Ross Aronstam & Moritz.”
  • “Fairstead originally retained Paul Weiss to advise it on removing two executives, William Blodgett and John Tatum, who allegedly sought to either take over Fairstead or alternatively create a new competitor.”
  • “According to Fairstead’s legal malpractice complaint, Paul Weiss allegedly failed to disclose its ties to the influential Tisch/Sussman family, which both Blodgett and Tatum are linked to, and also allegedly gave the company poor advice, which led to a ruling against Fairstead in a Delaware suit over Tatum’s removal.”
  • “That Delaware ruling is the one currently on appeal. As a result of the pending appeal, Fairstead sought to delay its New York case against Paul Weiss. Manhattan Supreme Court Justice Joel M. Cohen denied that stay on Friday and kept the parties to their already-agreed-upon briefing schedule for Paul Weiss’ pending motion to dismiss.”
  • “Under that schedule, Fairstead must file any opposition to Paul Weiss’ dismissal motion by Friday, October 23. Paul Weiss then has until November 13 to reply.”

“Judge Finds No Conflict of Interest for Defense Attorney in 2016 Homicide Case” —

  • “DC Superior Court Judge Todd Edelman allowed a defense attorney to remain on a murder case ahead of trial on Oct. 20.”
  • “Wilbert Whitaker, 77, is charged with first-degree murder while armed and possession of a firearm during a crime of violence for his alleged involvement in the fatal shooting of Leo Hackett, 30, on April 30, 2016 at the 800 block of 21st Street, NE. Hackett died from a gunshot wound to his chest.”
  • “Whitaker’s attorney, Nathaniel Mensah, began the hearing by explaining a potential conflict of interest that would necessitate his removal from the case if real. The conflict stemmed from Mensah previously working for a firm that represented the defense’s key witness, Whitaker’s wife. Mensah explained that while he currently does not currently know any information that could bias his relationship to the witness, he could not guarantee he won’t remember this information during the trial.”
  • “After looking at caselaw, in specific Freeman v. United States, Judge Edelman ruled that there was no current conflict of interest, and Mensah should stay on as Whitaker’s lawyer. “
  • “Judge Edelman said that if Mensah in the future did remember some information about the witness that would create a conflict of interest, he can withdraw from the case then.”
epiq

Sponsor Spotlight — Epiq Risk Compensation Survey Sponsorship and Epiq AI Adoption Advice (Sponsor Spotlight)

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(For those firms who did not participate in the 2026 exercise and were surprised to see report pricing jump, two points. First, we’re consciously focusing on incentives to participate in 2027. Second, I’m pleased to not that Epiq has renewed its sponsorship of the blog, which includes some report redistribution rights on their end. Details below.)

 

Our latest Sponsor Spotlight from Epiq focuses on several updates, starting with news on the survey:


Epiq Sponsors 2026-2027 Bressler Risk Blog Risk Compensation Survey Report
:

  • For organizations that did not participate in the 2026 survey, Epiq has secured rights to provide complimentary copies to qualified law firms.
  • These are made available at the discretion of Epiq, who will likely want to chat with you.
  • Report PDFs and data are internal use only.
  • For more information, and to connect with Epiq directly, please use this form.

 

Also new from Epiq is this piece from longtime Intapp and Intapp Walls expert Praj Kulkarni: “Protecting Your Law Firm in the Age of AI: It’s Time To Build Walls” —

  • Key Takeaway: Generative AI offers transformative value for law firms. Realizing this value requires integrating information from multiple internal repositories. This creates significant risk, including inadvertent breaches of ethical screens, non-compliance with client outside counsel guidelines (OCGs), and unauthorized internal exposure to highly sensitive firm data.
  • Safely scaling AI requires sophisticated information barriers that automatically enforce complex security controls, integrate directly with leading platforms like Claude, Harvey, and Legora, and deliver defensible audit trails that satisfy clients and firm leadership alike.
  • “As law firms evaluate integration and wait for other AI providers to release comparable integrations, they are taking different paths to align their data infrastructure and security models to support broader AI adoption. Three approaches, each with its own persona and call-to-action, predominate…”
  • See the complete article for more detail.

 

And for those who missed it last month, see the latest from another Intapp veteran expert, Jeff Armbrecht: “As Intapp “On-Premises” Ends, Practical Guidance for Migration and Innovation” —

  • “With Intapp announcing the upcoming end of life for its on-premises risk software platform, in favor of a cloud-first, cloud-only delivery model, it’s time for firms to take serious steps to develop and execute their migration plans.”
  • “If your firm has adopted Intapp for new business acceptance and conflicts management, it has made a serious investment; not only in software, but also in the work building and executing the complex client evaluation and intake processes underpinning your business. It’s critical that you continue to get the experience and return you expect from those investments.”
  • “Waiting or delaying migration exposes your organization to unwarranted expense and risk. With only two years left before the end of on-premises product licensing and support and only a select set of experienced technical resources available, firms must act immediately. Put otherwise, when it comes to risk management software, don’t take risks.”
  • “Intapp has been telegraphing this end of life for several years. It has slowed and then ceased new functional development on the on-premises platform. That innovation energy shifts focus to the cloud offering, which has now been available for nearly a decade, and has resulted in compelling cloud-only capabilities.”
  • “There’s a common misconception that the move to the cloud is an all-or-nothing leap. However, successful migrations are executed in phases, with a significant emphasis on ‘pre-cloud’ preparation. For classification purposes, this preparation can be called ‘cloud readiness,’ and the actual move as ‘cloud transition.'”
  • See the complete article for more detail.
Risk Update

Alleged Insider Trader Plans to Subpoena Form Firms on Security/Confidentiality Controls, Greek/Panamanian Firm Sanctioned for Iranian Shipping Support, Law Firms Question Anthropic/Claude Commitment to Legal

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“Lawyer Charged With Insider Trading Wants to Subpoena Ex-Firms” —

  • “A former Big Law attorney accused of feeding an insider trader ring with confidential client information signaled plans to subpoena the law firms he allegedly exploited.”
  • “Nicolo Nourafchan filed a motion Wednesday in Massachusetts federal court to issue three subpoenas to law firms whose private client files he allegedly misappropriated from 2013 to 2023. Federal officials announced charges in May against Nourafchan along with 29 others for participating in a scheme to make trades based on private information about company transactions.”
  • “Sidley Austin, Latham & Watkins, and Goodwin Procter may have to disclose their protocols for safeguarding client information, along with the specific material the former associate allegedly misappropriated to facilitate stock trades, should Nourafchan succeed with his motion.”
  • “The demand hints that Nourafchan’s defense may seek to incorporate specific information about what records he allegedly accessed and when he accessed them. His lawyer Martin Weinberg also wants to review training for associates regarding their level of access to client files to which they aren’t assigned.”
  • “‘The requested materials are necessary to refute the government’s inference that such access was undertaken to obtain confidential information for unlawful tipping,’ the motion states.”
  • “His motion asks for legal authority to demand the law firms turn over client information allegedly used to trade stocks and the security protocols used to prevent unauthorized access. The motion also seeks to obtain the firms’ correspondence with federal law enforcement agencies investigating and prosecuting the insider trading defendants.”
  • “‘The requested materials go directly to the government’s theory of the case,’ Weinberg wrote. ‘They will also show whether reviewing documents from unassigned matters was unusual or instead consistent with ordinary associate training, research, and drafting practices.'”
  • “Weinberg went on to state that ‘because these issues bear directly on whether Mr. Nourafchan obtained and misused material nonpublic information as alleged, the defense requests production sufficiently in advance of trial to permit meaningful review and preparation.’ “

“US sanctions Greece-, Panama-based law firm over aid to Iranian shipping” —

  • “The US Treasury Department imposed sanctions on Wednesday on Karnakis & Karnakis, a law firm based in Greece and Panama, saying it had for years provided legal assistance to Iranian shipping networks.”
  • “The US Financial Crimes Enforcement Network also issued an administrative subpoena to advance an investigation into a Greek bank over potential ties to Iran, according to a Treasury statement, which did not name the bank.”
  • “FINCEN also issued requests for information to six other European banks that it did not name over relationships with Iranian financial institutions under US sanctions. ‘Whether you are conducting illegal oil transfers at sea or sitting in the corner office of a law firm, if you are supporting the Iranian regime, we will find you and sanction you,’ Treasury Secretary Scott Bessent said in a release.”
  • “State Department spokesman Tommy Pigott said Karnakis & Karnakis for years ‘set up shell companies to hide the true owners of vessels carrying Iranian oil, petrochemicals, and steel.’ He said the firm created companies that served as fronts for networks selling millions of barrels of Iranian oil to benefit the Islamic Revolutionary Guard Corps Quds Force and the Houthis. Karnakis & Karnakis did not immediately respond to a request for comment. Treasury also imposed sanctions on Singapore- and UAE-based shipping agents that it said directly aid Iranian shadow fleet operations.”
  • See also: “Greece to impose sanctions on Iran-linked law firm, following US measures“

“Anthropic’s Ambitions in Legal Technology Get a Reality Check” —

  • “It was billed as a ‘fireside chat,’ but law-firm innovation leaders had high hopes for a private meeting with Anthropic’s new head of Claude for Legal at a convention in Nashville, Tenn.”
  • “The presentation from Robert Mahari — just a few weeks into his new role at Anthropic at the time — underscored to some law firms that the company, despite its industry-leading AI models and world-altering potential, is still just a 5-year old startup figuring out how to sell its products. It’s trying to enter a market where many lawyers have developed trust in AI products made by legacy platforms or startups like Harvey.”
  • “‘They need to wake up,’ one of the people in the room said of Anthropic. ‘They do need to hear that we’re not impressed.'”
  • “Forty-four percent of firms are using or exploring using Claude, tied with Thomson Reuters CoCounsel and trailing only Microsoft’s Copilot as the most popular AI tool among firms, according to a survey published last month by the International Legal Technology Association. But Anthropic hasn’t yet converted the high interest into long-term customers. Among the firms using or exploring Claude, just 7% said they had fully rolled it out to attorneys.”
  • “All that colored how the law firm leaders received Mahari’s presentation, according to interviews with five people who attended the meeting and were granted anonymity to describe a closed-door discussion.”
  • “‘It landed awkwardly in a room full of people who are trying to see if they can actually deploy Claude and are under pressure from their stakeholders,’ an attendee said.”
  • “Law firms often negotiate some privacy and data security terms in their contracts with software vendors. Different firms have different risk tolerances, which they incorporate through negotiations with vendors.”
  • “Anthropic, one meeting attendee said, is not far off the pace on the privacy terms it included in its base contracts. But he said his firm often negotiates privacy terms, and Anthropic isn’t willing to do that.”
  • “Another meeting attendee said he balked at giving Claude access to email, because the system could then potentially access data from clients who don’t want their information in AI tools. The same person also took issue with Anthropic’s decision not to offer zero data retention policies for its Fable 5 model.”
  • “Some firms have accepted Anthropic’s terms, deciding that Claude meets their safety standards. Ogletree Deakins has been running a pilot with Claude since February. Timothy Fox, the firm’s chief data and AI officer, said it has ownership over the data that goes into Claude and the answers it spits out.”
  • “Despite the success, Fox said, ‘it is not a product that is geared for legal, and so they don’t design their enterprise security like a legal platform would. And so legal vendors are great because they know what a law firm is looking for.'”
    “He’s willing to be patient as Anthropic learns the industry and adds more functions for lawyers. Fox, like other innovation leaders interviewed for this story, said Anthropic was still in the early days of developing products for the legal industry, and that it had only recently attracted the attention of major firms.”
    “‘We give them some grace and some credit,’ he said.”
    “Anthropic is swaggering into the legal market as both top dog and underdog.”
    “As top dog, it has raised more than $100 billion, built an industry-leading reputation for Claude, and is eyeing a $2 trillion valuation in a forthcoming IPO planned for mid-November, Bloomberg News has reported.”
    “Those advantages were reflected in that private meeting in August, where innovation chiefs were excited that a company with Anthropic’s reputation is investing in legal work. Despite their misgivings about the meeting, some of the attendees who spoke with Bloomberg Law said they were still interested in paying for Claude—if it stands out from tools they’re already paying for.”
    “Some law firms use enterprise tools developed by Harvey or Legora alongside subscriptions to Claude or ChatGPT Enterprise that attorneys can use for quick queries. Whether firms believe they need both is an open question.”
  • “‘The primary takeaway from that meeting was that unlike a lot of other legal tech vendors, there was a strong sense that we as an industry probably don’t rate significantly high on Anthropic’s universe of expected revenue, and therefore the level of attention that we would get as an industry is relatively low,’ one meeting attendee said.”
  • “Bigger firms may have the resources to implement Claude themselves, but smaller firms lack the resources to do that, said Alex Finkel, chief innovation officer at Offit Kurman. Firms like his are looking for vendors that provide pre-built workflows, trainers and AI experts. Anthropic is still in the process of building that infrastructure, Finkel said.”
jobs

BRB Risk Jobs Board — Senior Compliance Attorney (Manatt)

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In this BRB jobs update, I’m pleased to highlight an opening at Manatt: “Senior Compliance Attorney” —

  • The Senior Compliance Attorney will serve as a key member of the Firm’s Legal and Risk Management team, working closely with the General Counsel and other LRM attorneys, Relationship Partners, the Conflicts Department, and other stakeholders to evaluate, negotiate, interpret, and implement client retention documentation. This includes outside counsel guidelines (OCGs), requests for proposals, non-disclosure agreements, Business Associate Agreements, engagement documentation, and other client-generated or firm-generated terms.
  • The Senior Compliance Attorney will reconcile client generated terms and requirements with the firm’s ethical obligations, business objectives, and risk tolerance; identify and help resolve outstanding issues; and ensure that agreed-upon client requirements are clearly documented and operationalized. The successful candidate will have subject-matter expertise in professional-responsibility rules governing the attorney-client relationship and contribute to the ongoing improvement of related firm policies and procedures.
  • This position offers an exciting opportunity for an experienced attorney who excels in a fast-paced, collaborative environment and possesses the sound judgment required to address sophisticated legal and business challenges. This role will not be a billing professional but will be a Business Professional role and sit within the Legal and Risk Management department.

 

Key Responsibilities

  • Review all outside counsel guidelines and other client-drafted engagement terms, non-disclosure agreements (NDAs), Business Associate Agreements, terms associated with Requests for Proposals (RFPs), Codes of Conduct, other third-party engagement terms or requests, and other non-standard client contracts and advise on the Firm’s ability to comply with such agreements.
  • Coordinating collaboratively with other relevant internal stakeholders, revise and draft exceptions and responses to client engagement terms and contracts as needed.
  • Communicate with Firm partners regarding identified issues and lead or support negotiations directly with Firm clients when appropriate, recommending practical revisions that protect the Firm while addressing client priorities.
  • Monitor status of Outside Counsel Guidelines responses and correspondence regarding same.
  • Coordinate contract version control and finalization by completing redline comparisons.
  • Oversee completion of client due diligence requests, including reviewing client due diligence and information security questionnaires to identify compliance and risk issues and prepare draft responses regarding same.
  • Direct the posting of pending client guidelines and tracking executed client contracts in centralized Intapp repository, with primary responsibility for maintaining such repository, as well as the team’s OCG playbook.
  • Review, develop, and assist the work of other Compliance team members.
  • Work closely with the Legal and Risk Management and Conflicts teams in coordinating across any conflicts issues or other issues that arise during review and negotiation of client materials.
  • Develop expertise in the technologies used to support the role and remain informed about emerging tools and process improvements that may enhance the firm’s client-guidelines processes.
  • Contribute to the development and refinement of policies, procedures, and initiatives related to client retention, professional responsibility, and risk management.
  • Monitor relevant legal and regulatory developments and recommend updates to policies, processes, and engagement practices.
  • Assist with training other members of the Conflicts Department including other Compliance team members, including assisting with creating written training materials, developing best practices and procedures, and ensuring standardized results across the Department.
  • Communicate with and advise professionals, secretaries and other Firm personnel on established Firm policies and procedures.
  • Confirm need for and create inclusionary ethical walls as required by client engagement terms.
  • Prioritize requests and coordinate with other team members as appropriate to maintain appropriate flow of priority requests.
  • Other duties or projects may be assigned by the Legal and Risk Management team.
  • All other duties as assigned or required.​

 

Qualifications

  • JD degree required.
  • Must be currently licensed in good standing in a firm-approved U.S. state.
  • Minimum of five (5) years law firm experience at an AmLaw 100 firm, with a minimum of four (4) years’ experience handling review and negotiation of outside counsel guidelines and similar.
  • Effective and succinct oral communication and clear and concise written communication.
  • Effective analytical, logical reasoning, and problem-solving abilities.
  • Experience with legal ethics and privilege issues.
  • Strong organizational skills and attention to detail.
  • Ability to manage multiple priorities in a fast-paced environment and meet deadlines.
  • Demonstrated professionalism, sound judgment, and discretion.
  • Commitment to exceptional internal and external client service.
  • Must be extremely detail oriented, organized and have great follow through skills.
  • Must be able to learn new software programs as needed.
  • Must be able to identify and resolve problems in a timely manner.
  • Must be flexible in order to respond quickly and positively to shifting demands.
  • Must be able to communicate effectively with all Firm constituents.
  • Experience with Intapp is a plus.
  • Strong Outlook, Excel and Word skills required.
  • Demonstrated reliability and the ability to work both independently and collaboratively within a hybrid (remote and in-office) team environment. The Firm operates on a hybrid work schedule requiring in-office presence Tuesday through Thursday, with optional remote work permitted on Mondays and Fridays. All employees must remain available for onsite work up to five days per week as business needs dictate. This schedule is subject to change; flexibility is required.

 

See the complete job posting for more details on the job requirements and to apply for this position.

 

About Manatt

With 500+ professionals and 350+ business professionals, Manatt, Phelps & Phillips, LLP (www.manatt.com), is a multidisciplinary, integrated national professional services firm known for quality and an extraordinary commitment to clients. The Firm’s groundbreaking approach—bringing together legal services, advocacy and business strategy—differentiates Manatt from its competitors and positions the Firm to provide a distinct and compelling value proposition.

Learn more about working at the firm on their careers page.

 

And if you’re interested in seeing your firm’s listings here, please feel free to reach out…